2016 Spencer Handbook

Table of Contents

The Deputy City Manager shall temporarily perform the obligations and exercise the authority of the City Manager in the absence of the City Manager and at the City Manager’s Direction.

No Council Member shall attempt to direct or influence the performance of employment duties by any City employee except through consultation with the City Manager who may then consult with the appropriate Department Head. For purposes of this administrative policy “Department Head” shall be defined as follows: 1. Public Works Department. The Director of Public Works or, in his/her absence, the Public Works Assistant. 2. City Clerk’s Office. The City Clerk, or in his/her absence, the Deputy City Clerk. 3. Fire Department. The Fire Chief, or in his/her absence, the Deputy Fire Chief 4. Police Department. The Police Chief or, in his/her absence, the senior officer on duty. 5. Spencer Library. The Library Director, or in his/her absence, the Assistant Library Director. 6. Planning Department. The Planning Director. 7. Parks & Recreation Department. The Park & Recreation Director 8. Finance Department. The Finance Director. 9. Golf Department. Director of Golf Operations No Department Head shall be required or obliged to act at the direction of one or more individual Council Members if, in the judgment of the Department Head, the directed action is inappropriate, unwarranted or contrary to department or City policy. Department Heads should consult with the City Manager for clarification if needed. However, a Department Head shall be obliged to follow all directions and to comply with all motions, resolutions or ordinances validly adopted by the City Council. City Council Members shall inform the City Manager of actions by a City employee they feel should be investigated. AT-WILL DISCLAIMER You are an “at-will” employee. You may resign your employment at any time and for any reason, and the City reserves the same right to discontinue your employment at any time and for any lawful reason or for no reason at all. Nothing in this Handbook changes the at-will nature of your employment with the City. This Employee Handbook is not intended to create any contractual rights in favor of you or the City. This Handbook is not to be construed as an employment contract or as a promise that you will be employed for any specified period of time.

At-will employees are not subject to the just cause standard for discharge. Further, the terms of this Handbook do not supersede the terms of any collective bargaining agreement negotiated

8